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JUst so Sharon doestn feel she is playing the devil's advocate here, she is right even froma clinical mental health perspective. She has reasons for her attendance BUT they are not excuses and that is the best way to view it. Tolerance of absence is a management issue and all you can say is that given her previous history she is unlikley t o provide regualr and effective service in the forseeable future without robust management of some of the symptoms of her underlying health condition. EDMR is the key and we have had great results following this for an employee following simialr trauma. You may have one chance with this lady if everyone is willing including her and the employer, if you can get hold of an Employee Support person (MIND do this, Access to work can pay for some it and Southwark has a programme through their mental health employee support programme at Kings) to help her and the employee through this, getting her in to an EDMR programme to resolve the traumatic expereince and some mindfullness or other anxiety symptom programme to get her IBS under control with the carrot of continued but may be part time employment. Good luck Sue -----Original Message----- From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Naylor, Sharon [HMPS] Sent: 28 November 2011 16:14 To: [log in to unmask] Subject: Re: [OCC-HEALTH] OH OR MANAGEMENT ISSUE I wouldn't have thought that management could accommodate this level of non attendance at work for much longer - irrespective of the reasons why. Certainly very tragic - I am hoping that she has had some input from various clinical people to help her with dealing with her issues? You don't say how old she is or what she is actually doing - this will probably have a bearing on what adjustments (if any) the employer may consider making. It would appear from what you have said below that her problems stem from mental health issues, there may be mileage in getting her some additional support (dependant on whether management want to invest the money in it), would suggest that this needs to be quite focussed eg EMDR or CBT but the sad fact is that she hasn't really demonstrated that she is worth investing in yet . The tragedy of these kind of cases is that they are rarely catered for - the problems are enduring and socially debilitating, but (I'll take cover now) she does need to get a grip - having a horrible past isn't an invisible cloak against getting the sack or disciplined for what is frankly a pretty appalling attendance pattern. In my experience people get "stuck" and sometimes need a bit of a boot to get them unstuck, but the sad fact is that if she gets sacked she will probably get lost in whatever system she ends up in. Good luck! -----Original Message----- From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Shelly Watson Sent: 28 November 2011 15:49 To: [log in to unmask] Subject: [OCC-HEALTH] OH OR MANAGEMENT ISSUE Dear List I am hoping I could pick your brains on the below case: We had a lady who started work in July 2011 and hass had 54 (in 10 seperate occassions) days of sickness already. Her preemployment indicated that her condition would result in above average absence and require support. HR put adjustments in place and gave side by side support to help her as much as possible. I have today received a referral from manager who has concerns over poor attendance and the impact it is having on her perfomance and ability to carry out her role. This employee has a history of depression since the age of 14, has IBS which is stress related and sufferes extreme anxiety, low self esteem and a general disregard for men due to significant family hisytory of peadophilia and rape. As always your comments and contributions would be highly appreciated Shelly ******************************** Please remove this footer before replying. 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